HR Director, AI Organization Transformation

Additional Location(s): US-MN-Arden Hills

Diversity - Innovation - Caring - Global Collaboration - Winning Spirit - High Performance

At Boston Scientific, we’ll give you the opportunity to harness all that’s within you by working in teams of diverse and high-performing employees, tackling some of the most important health industry challenges. With access to the latest tools, information and training, we’ll help you in advancing your skills and career. Here, you’ll be supported in progressing – whatever your ambitions.       

 

About the role:

 

Boston Scientific was recognized as a Glassdoor Best Place to Work in 2026, ranking No. 15 on the Top 100 list, reflecting the culture our employees experience every day.

 

Boston Scientific is embarking on a multi-year enterprise AI transformation to responsibly and effectively integrate artificial intelligence across the organization. We are seeking an HR Director, AI Organization Transformation, to lead this effort from an enterprise organization and workforce transformation perspective, in close partnership with the CIO organization and senior business leaders.

 

This is a newly created leadership role within HR, reporting to the Vice President, Organizational Transformation & HR Strategy. The HR Director will establish the enterprise AI organization transformation strategy and roadmap, design the supporting operating model and governance structures, lead workforce and job redesign, and build and lead a small, high-impact team.

 

This role requires a leader who can operate simultaneously at the strategic and operational levels, shaping how the enterprise adopts AI while redesigning the structures, roles, and workflows that make that adoption real and sustainable across a highly matrixed, global organization.

 

This role follows a hybrid work model requiring employees to be in the local office at least three days per week. Boston Scientific will not offer sponsorship or take over sponsorship of an employment visa for this position at this time. Relocation assistance may be available for this position.

 

Your responsibilities will include:

 

AI transformation strategy & roadmap

• Lead the enterprise AI organization transformation strategy in partnership with the VP of Organizational Transformation & HR Strategy, the CIO organization, and senior business leaders.
• Define and maintain the enterprise AI organization transformation roadmap, including the strategic application of AI agents and agent-based systems to enable workflow automation, decision augmentation, and scalable operating models.
• Lead the enterprise strategy for adoption of AI agents and agent-based systems, including establishing guiding principles, prioritizing use cases, and ensuring scalable, responsible implementation across functions.
• Monitor external AI, GenAI, and agent-based (agentic) AI trends, and translate relevant insights into enterprise strategy, including identifying where AI agents can be deployed to transform workflows, decision-making, and workforce productivity.
• Co-lead and contribute to value case development defining ROI on AI investments.
• Establish KPIs and measurement frameworks to track AI adoption, workflow efficiency gains, and business outcomes; provide regular reporting to executive leadership.

 

Organization & job design

• Lead the organizational redesign effort associated with AI adoption, including research, role analysis, and role redesign, in collaboration with functional business leaders and HR Business Partners.
• Apply task-level decomposition methodology to identify which tasks within roles are candidates for AI augmentation or automation, including the use of AI agents for multi-step workflows and decision support and redesign roles accordingly.
• Design new AI-era roles and job families as needed, including human-AI teaming roles, AI workflow orchestrators, and AI governance roles.
• Ensure job architecture, competency frameworks, and career paths are updated to reflect the skills required in an AI-augmented organization.
• Partner with Talent Management and Total Rewards to ensure job design outputs connect to workforce planning, hiring, performance, and compensation.

 

Workflow redesign

• Lead the identification and redesign of high-priority business workflows affected by AI ensuring redesign is embedded in AI implementation planning, not treated as an afterthought.
• Partner with functional leaders and process owners to map current-state workflows, identify automation opportunities and human-AI handoff points, and design future-state processes